Statistics show that there is a great shortage of labor workers throughout the world. For instance, if we look only in the US, we will find 10.4 million job openings. 4.3 million are vacant because former employees have quit their jobs. This makes recruitment a massive challenge for organizations. And this, of course, affects the economy on a very large scale.
Research reveals that the estimated amount a company pays to hire an individual is somewhere around $4000. In our opinion, this seems low given other hidden costs that can be difficult to quantify such as how the culture and team dynamics are affected. And the hustle doesn't stop once the labor contract is signed.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team. The worst thing that could happen for an organization is to start the whole recruitment process all over again in a few months or a couple of years. We’ve heard quite a few stories lately of employees just leaving in a matter of months to pursue new opportunities. Truth be told, employee retention is a crucial aspect of a company.
Now, the funny thing about turnover rates is that they can be anticipated. As a matter of fact, more than 75% of the reasons people decide to change jobs can actually be prevented. And an even more interesting fact is that happy people don't tend to look for other job opportunities.
As we already discussed, we cannot put a barrier between our personal and professional life. Thus, as long as we are happy at work, we are also happy in our leisure time. And vice versa.
Of course, as a leader, you don't have too much to say about the aspects influencing your employees outside the organization's walls. But you can, however, make sure that everything related to their job is progressing well. Really take the time to ask each individual in your group about their context and their satisfaction level. Don't wait for them to send you signals indicating a problem, but get in touch with your employees weekly to catch problems, before they become bigger problems. By doing so, you can find out the root of some minor issues and fix them in a matter of days, if not hours.
One thing that you should always keep in mind is that people are loyal to great managers and healthy work-related relationships. So, as a leader, you need to make sure that you nurture your team and company culture. Furthermore, as a leader, you should offer your employees growth opportunities, helping them become the best version of themselves. Just as important, as a leader, you should always recognize their accomplishments but also discuss their failures. Last but not least, as a leader, you should empower your employees. You should give them a voice so they can tell you exactly what makes them happy and what doesn't.
So, our take on the matter is simple. You can't interfere in people's personal lives, but you can and should give them a reason to smile each day.
When you’re happy, you smile. And smiles are contagious.
Because happiness is the fundamental factor influencing retention rates among employees. Happy employees are loyal and engaged employees. And that is the foundation for a low turnover rate, ultimately leading your organization towards success.
What makes a good leader? What springs to mind when you hear that question?
It's no wonder our minds are simply too weary, too tired to focus. The result? We end up being labeled as quiet quitters
Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Studies show that, on average, within each working hour, employees check their emails 30 times. Yes, that means every two minutes.
Too many leaders take the easy road. They copy-paste management approaches from other companies in their context.
Studies show that, in fact, many companies don't manage to achieve a response rate of more than 50%.
The person you’re coaching finds their own path to excellence. It’s simple to explain but difficult to master.
How many employee survey tools do you think are out there? Can you even grasp such a number? Don't worry if you can't.
At Hapkey, we’ve used the following workshop to surface unhappiness factors and to — empower — the team to fix problems themselves, rather than you, the manager, being the “fixer”.
Inflexible return to office policies is hammering employee experience scores.
Simply put, the customers' satisfaction rate is directly connected with the employees' journey.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
By the end of 2021, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations.
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.